Human resource management theories focus on methods of recruitment and selection, emphasizing the benefits of interview, general assessment, and psychometric testing as employee selection processes. The recruitment process can be in-house, external or online and includes the phases of recruitment policy, advertising, job description, application process, interviews, assessment, decision-making, legislation selection and training (Korsten 2003, Jones et al., 2006).
Examples of hiring policies in the healthcare and business or industrial sectors could shed light on how hiring policies are set and management goals defined. Successful recruitment methods include a thorough analysis of the job and labor market conditions and interviews as well as psychometric tests to determine the potential of applicants. Small and medium-sized businesses (SMEs) also focus on interviews and assessments with emphasis on job analysis, emotional intelligence in new or inexperienced applicants, and corporate social responsibility (CSR). Other selection techniques that have been described include different types of interviews, in tablet exercises, role play, group activities, etc.
Recruitment is almost central to every management process and a failure in recruitment can cause difficulties for any company, including negative impact on its profitability and inadequate staffing or skill levels. Inadequate recruitment can lead to labor shortages or management decision-making problems, and the recruitment process itself could be improved by following management theories. The recruitment process could be improved with Rodger’s seven-point plan, Munro-Fraser’s five-point scoring system, psychological testing, face-to-face interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations were given. A new national selection system for psychiatrists, anaesthesiologists and dentists has been proposed in the UK healthcare sector.
However, recruitment is not just a simple selection process and requires managerial decisions and extensive planning to hire the most suitable workforce. Competition among business organizations to recruit the best potential has increased the focus on innovation and managerial decisions, and selectors aim to hire only the best candidates who fit the organizational culture, ethics and climate (Terpstra, 1994) . This would mean that management would be on the lookout for potential team players, as a team player would be crucial in any junior management position.
Human resource management approaches in any business organization focus on achieving business goals and implementing strategic plans through staff training to ultimately improve business performance and profit (Korsten, 2003). However, the recruitment process does not end with the application and selection of the right employees, but includes retaining and retaining the selected employees. Despite a well-designed plan for recruitment and selection and involvement of a qualified management team, recruitment processes that companies follow can encounter significant obstacles in implementation. HRM theories can provide insight into the best hiring approaches, although companies need to use their internal managerial skills to apply generic theories in specific organizational contexts.
Jones, David A.; Schultz, Jonas W.; Chapman, Derek S. (2006) Recruiting Through Job Advertisements: The Effects of Cognitive Elaboration on Decision Making International Journal of Selection and Assessment, Vol. 14, Number 2, pp. 167-179(13)
Korsten AD (2003) Developing a training plan to ensure staff keep up with the dynamics of facility management Journal of Facilities Management Volume 1 Number 4 pp 365-379(15)
Papers For You (2006) “P/HR/254. HRM: Methods of Recruitment and Selection’, available at http://www.coursework4you.co.uk/sprthrm18.htm [22/06/2006]
Papers For You (2006) “E/HR/21. Using relevant frameworks and theories, critically evaluate the recruitment and selection assessment processes used by an organization with which you are familiar. How does it contribute to the organization’s performance?” Available at http://www.coursework4you.co.uk/sprthrm18.htm [21/06/2006]
Shipton, Helen; Fay, Doris; West, Michael; Patterson, Malcolm; Birdi, Kamal (2005) Managing People to Promote Innovation Creativity and Innovation Management, Vol. 14, Number 2, pp. 118-128(11)
Terpstra DE (1994) HRM: A Key to Competitiveness Management Decision, Vol. 32, Number 9, pp. 10-14(5)